Glass ceiling had been predominant in its open use in organisations where male dominance is seen as a common denominator since societal values requires men to earn the bread and women to look after the house and children (Davidson and Burke, 2005). These notions changed during the 1960s industrial revolution when women were keenly seen as an important contributor. There was a general need of expanding production with more workers. This encouraged women to start working full time and earn extra money for the household. Requirement for women workers kept growing. They started to compete with men at workplace. Some women even surpassed men’s abilities and skills (Bloch, 2003). Organisations, initially, openly discriminated against women since they were seen a temporary replacement for a permanent employment. Hence, they were always less favoured in most activities in which they were fully eligible. Sophisticated work practices grew and realisation of glass ceiling kept growing as more and more women started to experience workplace discrimination (Broadbridge, 2006). The awareness was for real and grew into a force, which was also supported by the changes in laws that rejected any kind of discrimination. The first generation bias that allowed open discrimination against women had to take a backseat and consider revitalising itself into a more sophisticated model where the glass ceiling would continue to exist but its perception would be invisible.